COVID-19 Vaccination Requirements (September 2022 Update)

I-2022-13

Effective Date: Expiration Date: Chapters:
Sept. 14, 2022 April 24, 2023 2   11   20  

Overview

As CDC guidance related to COVID-19 protection has shifted due to higher levels of immunity and the increased availability of effective COVID-19 prevention and management tools, the District's approach to COVID-19 management has evolved as well. While we continue to encourage our community to access life-saving vaccines, District employees will no longer be required to provide proof of vaccination, submit negative test results, or seek accommodations in lieu of vaccination. Accordingly, we are rescinding COVID-19 Vaccination Requirements as provided in issuance I-2022-5, COVID-19 Vaccination Requirements (April 2022 Update).

This issuance supersedes issuance I-2022-5, COVID-19 Vaccination Requirements (April 2022 Update).

Vacancy Announcements

The following language concerning the COVID-19 vaccination requirement shall be removed from all new vacancy announcements and offer letters:

The Government of the District of Columbia values the safety of our employees, our residents, and our visitors. In support of these values, if you are selected for this job you must be fully vaccinated against COVID-19, except when vaccination is not medically advised or violates your sincerely held religious beliefs in violation of EEO laws. If you are invited to join our team, you must submit proof that you are fully vaccinated against COVID-19 to your initial HR representative, or you must request an exemption from your representative. New employees must either provide proof of vaccination or be granted a medical or religious exemption before working with the Government of the District of Columbia.

Agencies do not have to repost existing vacancy announcements with the vaccination requirement language removed; for currently posted vacancy announcements, agencies should inform candidates that the vaccination requirement is no longer in effect.

Candidate Pools

Agencies do not have to reopen candidate pools for positions they have already begun interviewing for prior to the effective date of this issuance. However, candidate pools should be reopened if interviews will begin after the effective date of this issuance.

Religious Accommodations

COVID-19 vaccinations are no longer required, thus the processing of religious accommodation requests concerning the COVID-19 vaccination requirement will also cease.

Agencies should discontinue any religious accommodations granted pertaining to the COVID-19 vaccination requirement, as they are no longer required. Employees who have already received a religious accommodation in which they were approved to work remotely, shall return to in-person work but may work remotely under an approved telework agreement in accordance with issuance I-2021-22, Compressed, Flexible and Telework Schedules.

Agencies should consult the Office of Disability Rights and review all other ADA accommodation requests related to COVID-19, but not based on the vaccine mandate, on a case-by-case basis.

In concurrence with this issuance, issuance I-2022-4, Reasonable Accommodation of Religious Observance or Practice (March 2022), is amended by repealing the section entitled, “Religious accommodations for COVID-19 Vaccination Requirement.”

Time Off Awards

Time-Off Awards for getting COVID-19 vaccinations and boosters are no longer authorized. However, employees who have already received an award will retain their awarded hours.

Issued by Interim Director E. Lindsey Maxwell II, Esq., D.C. Department of Human Resources on Sept. 14, 2022, 9:20 a.m.